CK HR Consultants

Contact Person: Carel Oberholzer
Phone: 0646833997
City: Centurion
Province: National
CK HR Consultants has experience in Global Companies, and expertise include, Talent and Succession Management, Learning and Development, Performance Management Systems, Organizational Development and Change Management, Employee Engagement Surveys, 360-degree assessment, Organizational Design, Competency Frameworks, Career Development including Job Descriptions, Workforce Planning, Presentation and Facilitation interventions

Full Company Profile:

CK HR Consultants have more than 35 years of practical experience in large local and Global organizations, with a footprint in the USA, Europe, Asia, the Middle East and Africa.

CK HR Consultants has experience in Global Companies, and expertise include, Talent and Succession Management, Learning and Development, Performance Management Systems, Organizational Development and Change Management, Employee Engagement Surveys, 360-degree assessment, Organizational Design, Competency Frameworks, Career Development including Job Descriptions, Workforce Planning, Presentation and Facilitation interventions

Talent and Succession Management

We have a record of successfully implementing a best practice Talent and Succession Management Systems within Organizations. This is an integrated process of linking different systems and practices. We help you identify of critical positions, defining and selection of high potential candidates, linked to the Performance Management System, begin a Talent Review Committee and Process, ensurea pipeline of successors with clear Individual Development Plans (IDP's)

Performance Management System Development and Implementation

We have developed and implemented many Performance Management Systems in large organizations. It is based on benchmarking with International Best Practice Organizations, including General Electric (GE).

Our design is customized to organizational needs and will ensure: Improvement of Business results by aligning Individual ad Organizational objectives, measure and facilitate core behaviours to ensure the preferred organizational culture, improve career discussions and planning, ensure individual development plans, build a performance culture and use results in a comprehensive way, for instance, Rewards and Recognition, Learning and Development, Talent and Succession Management, Career Development and Workforce Planning

Engagement Surveys-or employee satisfaction surveys

Highly engaged employees are up 20% more productive than low engaged employees. High engaged employees are 87% more likely to stay within an organization than low engaged employees. We are highly experienced in doing Engagement Surveys, from needs dentification, questionnaire design, data collection and analyses, sharing of findings with recommendations for improvement

Organizational Design and Re-structuring

We design or re-design a fit for purpose and properly aligned organization structure for our clients based on a scientific process that includes strategy analyses, structural design based on six key issues, developing key processes and responsibilities

Competency Frameworks and Career Paths

We can develop Leadership, Core and Functional Competencies for client organizations, based on their specific needs. Competencies are scaled across levels, resulting in a Competency Framework Dictionary. This is then used to build Career Paths within the Organization. 

Learning and Development

We have a comprehensive list of programs available, based on needs analysis, using a blend of training methodologies. We also do specific needs analysis, curriculum development, presentation and impact studies.

Programs available

Management and Leadership Programs on three levels, building on each other, increased complexity

Junior Management/Supervisory Program (can include the following modules)

  • What is Management/leadership?
  • Self-Management/Understanding
  • Planning
  • Effective utilization of employees
  • Motivating staff
  • Managing Diversity
  • Delegating
  • Decision making
  • Managing conflict
  • Giving feedback
  • Embracing Change
  • Communication
  • Control

 

Management/Middle Management Leadership Program Modules (Modules normally included)

  • Develop a Vision and Strategy
  • Authentic/Courageous Leadership
  • Leadership Styles and Power
  • Strategic Planning and Goal setting
  • Business acumen
  • Managing Performance
  • Driving results
  • Leading Change
  • Building effective teams
  • Influencing skills
  • People management
  • Leveraging innovation
  • Decision Making/problem Solving
  • Develop and empowering others
  • Cultural Competence
  • Assertiveness and Conflict Management
  • Time Management
  • Speak/communicate with impact
  • Emotional Intelligence

 

Senior Leadership Program

Programs can be customized to fit Organization specific needs and based on its Core Leadership Competencies

  • What does it mean to be a Leader?
  • Visioning
  • Strategic Thinking
  • Seasoned Judgement-managing in a VUCA environment
  • Leadership Power and Influence
  • Financial and Business Acumen
  • Effective Execution
  • Mentoring and Coaching
  • Entrepreneurial risk taking
  • Leadership Versatility/Adaptability
  • Inclusiveness
  • Build a High-Performance Organization-shaping Culture and Values
  • Inspiring Trust
  • Establish Open Dialogue
  • Self-Management

 

The Human side of Leadership

  • The Manager/Leader as individual
  • The Heart and Mind of Leaders
  • Courage and Moral Leadership

 

Mentoring Program

After completion of the program, participants will:

  • Understand what Mentoring is and its importance
  • Know the benefits of effective Mentoring
  • Recognize the attributes of effective Mentors
  • Know how to build a successful Mentoring relationship with the protégé
  • Understand the protégé as an individual
  • Implement the GROW Model and help Protégés develop
  • Apply the correct Mentoring practices, Do’s and Don'ts
  • Be able to identify and overcome challenges

 

Strategic Planning workshop

The purpose of this training is to help participants to facilitate a Strategic Planning Workshop. After completion of the program,participants will understand and be able to effectively facilitate a strategic planning session, using a variety of best practice tools and techniques

Effective Change and Transition Management

  • In this highly interactive program, participants will learn:
    • The differences between Change and Transition and how to manage both
    • Reasons for why Change and Transition processes fails
    • Learn how to manage change effectively, using a comprehensive Change Management Model that ensures a high quality of technical planning and the acceptance and buy-inn of all role players
    • The effective use of various tools and techniques (8-12) during the different phases to effectively manage change. These tools can also effectively be used in other facilitation situations

 

Building High Performance Teams

Objective

The program will ensure participants have the necessary knowledge and skills to build a high-performance team. Specific Outcomes:

  • Know the characteristics of a high-performance team,
  • Recognize the different phases of team development, and how to manage it
  • Able to effectively apply different types of team building activities
  • Develop employees into an effective team by using a well-tested process/model

 

Inspire and Motivating employees (Building an attractive EVP)

After this program participants will be able to build an attractive Employee Value Proposition (EVP) that will attract, develop and retain their employees.

Participants will:

  • Understand human behaviour and what motivates employees
  • Know how an attractive EVP leads to the attraction, retention and engagement of employees
  • Be competent in applying techniques and methods to motivate employees and developing strategies to develop an attractive EVP

 

Talent and Succession Management

Objective:

After completion of the program participants will have the necessary knowledge and skills to successfully implement an integrated and comprehensive Succession Management Program based on international best practices in their organizations

 Specific outcomes of the program include an in depth understanding and knowledge of:

  • What is Succession Management and how to start
  • What is a High Potential employee and criteria to identify them?
  • Ensuring Management support and developing a Succession Management Charter
  • Talent Review Committees, its role and functioning
  • Identifying a pipeline of successors with Individual Development Plans (IDP)

 

Designing and Implementing Engagement Surveys

At the end of the training program participants will have the knowledge and skills to design Engagement surveys, understanding the results and know how to take action. Participants will learn, what to measure, how do questionnaire design, data analyses and facilitating focus groups, report writing and giving feedback with recommendations

Competency Based Interviewing

Objectives

After completion of the program, participants will have the necessary knowledge and skills to effectively do a competency based selection interview.

Participants will achieve the following outcomes: 

  • Know the purpose and importance of the selection interview
  • Be able to identify core job competencies and effectively plan for an interview
  • Effectively do an interview by asking questions, measuring past behavior and competence, do follow up questions,and controlling the interview
  • Know how to avoid common mistakes and make rational

 

Effective On-Boarding of new staff (Induction Program)

Around the globe there is a tendency to lose a large percentage of employees within the first 15 months of start working. The main reason for this is a poor on boarding program.

Participants will learn what to do before employees start, the role of Management versus Human Resources, understand the importance of a “buddy” and doing the follow up interviews

Stress Management

Overall objective

To empower participants to manage work and personal stress effectively and thereby improve their quality of life. They will be able to identify what causes workplace and social stress in their life and how to effectively manage it

Self-Management-achieve your potential

Overall objective

To ensure participants understand what Optimal Functioning is (being the best you can) and to develop strategies to realise their full potential. They will:

  • Know how much potential they have,
  • Understand the whole person functioning on different dimensions of self, Body, Mind and Emotions
  • Develop a strategic life plan to ensure they function effectively on the different dimensions of existence and address barriers to Optimal Functioning.

 

Time Management

Objective

To ensure participants have the necessary knowledge and skills (competence) to manage their time effectively, they must

  • Understand the importance and effective of time management
  • Identify what is taking up unnecessary time (time wasters)
  • be able to prioritize between important and urgent matters and what to address
  • Organize every day activities effectively
  • Successfully organize the workplace and work flow
  • Stop procrastination

 

Assertiveness and Self Confidence

Objectives

  • Define assertiveness and self-confidence, and list the four styles of communication
  • Describe the types of negative thinking, and how one can overcome negative thoughts
  • Describe the difference between submissive, aggressive and assertive
  • Utilize methodologies for understanding your worth -- and the use of positive self-talk and winning behavior

 

Facilitation Skills

After completing this programme, participants will be able to:

  • Plan for a facilitation process
  • Build consensus and come up with the correct solution
  • Use questions correctly.
  • Explain and manage the different facilitation stages.
  • To understand group dynamics and utilize it properly
  • Apply conflictresolution techniques during the facilitation session.
  • Handle difficult team members correctly.
  • Apply different facilitation tools correctly.
  • Effectively Facilitate a group session

 

Presentation Skills

After completing this two-day program, participants will:

  • Understand the communication process
  • Be able to plan the presentation
  • Be competent in creating a presentation structure consisting of the introduction, the central message (body) and ending/summary
  • Choose the most effective delivery method
  • Effectively utilizes Power Point during presentations
  • Correctly apply Verbal and Non-Verbal techniques
  • Know how to manage nervousness

 

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